Xu Wang

Although negative workplace gossip about supervisors (NWGS) is a prevalent phenomenon, how gossip recipients respond to coworkers' NWGS—particularly taking the perceived motives of gossip into consideration—remains insufficiently understood. Drawing from gossip attribution theory and adopting the recipient perspective, we propose that gossip recipients' emotional and behavioral reactions to coworkers depend on their attribution of the coworker's motive for engaging in NWGS. Using a two‐wave critical incident survey design with a sample of 234 U.S. employees, we tested this moderated mediation model through structural equation modeling. Results show that when recipients perceive NWGS as driven by a support‐seeking motive, they experience compassion and tend to engage in knowledge sharing. In contrast, when recipients perceive NWGS as driven by an information‐seeking motive, they experience moral disgust and tend to engage in interaction avoidance. This study advances understanding of how motive attribution shapes recipients' emotional and interpersonal reactions to coworkers' NWGS, offering novel theoretical and practical insights.

The micro‐level corporate social responsibility (CSR) literature has underscored the economic benefits of an organization's CSR investments, such as bolstering employees' organizational commitment and improving work performance. Yet, research on the potential influence of CSR in fostering socially oriented outcomes among employees has been rather scarce. This study aims to investigate the influence of CSR on employees' internal whistleblowing behaviors and the underlying mechanisms. A three‐time‐point survey was distributed across the service, manufacturing, construction, and financial insurance industries in Chinese enterprises. The findings reveal that both internal and external CSR positively impact employees' internal whistleblowing behaviors through the mediating role of moral courage, with internal CSR demonstrating a stronger effect. Organizational loyalty positively moderates the mediating role of moral courage in the relationship between internal CSR/external CSR and internal whistleblowing behaviors. Theoretically, this study presents a pioneering endeavor in establishing the link between CSR and employees' internal whistleblowing behaviors, underscoring the significant role that employees' perceptions of CSR play in enhancing societal well‐being and ethical governance. Besides contributing to the micro‐level CSR literature, this study also provides practical insights for organizations seeking to leverage CSR as a tool for promoting employees' ethical conduct.

Given the high turnover rate of the nursing occupation, meaningful work may be the very reason why many nurses choose to stay in health care. However, it remains uncertain whether nurses’ meaningful work and the sources that contribute to meaningful work still well predict nurses’ occupational attitudes during the COVID-19. To answer these questions, applying the job demands-resources model as our overarching framework, this study examines the mediating role of meaningful work between its sources (i.e., autonomy support, and prosocial impact) and nurses’ occupational attitudes (i.e., occupational regret, and occupational turnover intention) during the COVID-19, with event strength as a moderator. A time-lagged design was adopted to collect survey data from 958 full-time Chinese nurses at three time points. The results show that during the COVID-19, perceived autonomy support and perceived social impact are still sources of nurses’ meaningful work and further affect their occupational attitudes, while the latter contributes more to meaningful work. The perceived event strength of the COVID-19 restrains the positive effect of meaningful work on nurses’ occupational attitudes. The findings of this study contribute to occupational attitude literature by revealing its antecedents and influencing factors in times of crisis.

In the existing literature on awe, many research findings indicate the positive impact of awe on prosocial behavior. However, very few studies have examined awe in organizational contexts, and researchers have neglected to investigate the effect of awe induced by workplace elicitors. In a between‐subject experimental study (N = 264), we introduced awe elicited by work factors, and examined its effect on prosocial intention and behavior (as compared with the neutral emotion condition and pleasantness condition). The results showed significant differences between prosocial intention and prosocial behavior in the three conditions. Importantly, awe evoked by workplace elicitors has a significant positive effect on prosocial behavior, and prosocial intention mediates this relationship. This study is among the first to examine the impact of awe induced by workplace elicitors, the results of which suggest that managers should consider creating workplaces that inspire awe.

Surface acting—the management of emotional displays as part of a nurse’s work role—is increasingly getting scholars’ attention in organizational behavior. Previous research focused on the relationship between surface acting and outcomes (such as psychological well-being) on the basis of resource-centric theories, ignoring the subjective stance of surface acting provider. According to self-determination theory, surface acting affects an individual’s well-being through stimulating autonomous or controlled work motivation. Taking nurses as the subjects, the current study proposed that surface acting would affect job satisfaction and further psychological well-being through nurses’ controlled work motivation, and work and family support would moderate the above relationships in diverse directions. An online survey of n = 342 nurses working at a hospital in central China was conducted, evaluating surface acting, job satisfaction, psychological well-being, workplace support, and family support. Results indicated that surface acting negatively influenced nurses’ psychological well-being through job satisfaction. In addition, the results highlighted the two-faced aspect of social support, in which work support positively moderated the relationships between surface acting, job satisfaction, and psychological well-being, while family support intensified the abovementioned relationships negatively. These findings have important implications for surface acting, social support research, and managerial practices.

Purpose: Despite past studies revealed the positive effect of corporate social responsibility (CSR) on consumer advocacy behavior, little research has paid attention to employee advocacy behavior. This research aims to examine the relationship between CSR and employee advocacy behavior, the mediating role of meaningful work as well as the moderating effect of person–supervisor fit on CSR perception – meaningful work relationship.Design/methodology/approach: This study used 263 employee samples to examine the relationship between CSR and employee advocacy behavior and its influence mechanism. Hierarchical regression analyses and bootstrap approach were applied to analyze the data.Findings: The results show that CSR perception is positively related to employee advocacy behavior, meaningful work mediates the link between CSR perception and employee advocacy behavior, and the strength of the relationship between CSR perception and meaningful work depends on person–supervisor fit.Research limitations: This study only investigated the effect of perceived CSR on employee advocacy behavior, future studies should explore the alternative mediation mechanism through which external/internal CSR perception or different CSR dimensions influence employee advocacy behavior.Practical implications: This study has practical implications for organizational managers. First, firms should undertake CSR practices and make employee interpret them in a right way. Second, meaningful work is of significance for employees and training and development, challenging jobs and job rotation are conducive to create a sense of meaning in employees’ work.Originality/value: This study discussed how and when CSR influences employee advocacy in the Chinese context.

Two-stage design is a well-known cost-effective way for conducting biomedical studies when the exposure variable is expensive or difficult to measure. Recent research development further allowed one or both stages of the two-stage design to be outcome dependent on a continuous outcome variable. This outcome-dependent sampling feature enables further efficiency gain in parameter estimation and overall cost reduction of the study (e.g. Wang, X. and Zhou, H., 2010. Design and inference for cancer biomarker study with an outcome and auxiliary-dependent subsampling. Biometrics66, 502–511; Zhou, H., Song, R., Wu, Y. and Qin, J., 2011. Statistical inference for a two-stage outcome-dependent sampling design with a continuous outcome. Biometrics67, 194–202). In this paper, we develop a semiparametric mixed effect regression model for data from a two-stage design where the second-stage data are sampled with an outcome-auxiliary-dependent sample (OADS) scheme. Our method allows the cluster- or center-effects of the study subjects to be accounted for. We propose an estimated likelihood function to estimate the regression parameters. Simulation study indicates that greater study efficiency gains can be achieved under the proposed two-stage OADS design with center-effects when compared with other alternative sampling schemes. We illustrate the proposed method by analyzing a dataset from the Collaborative Perinatal Project.